Influence Theories of Management
Management is a very important concept in the corporate world. It simply refers to an effective and efficient way of coordinating the organization’s resources towards accomplishing both the long and short term goals. Typically, organizations are made up of natural, technological and human resources. In this regard, it is upon the managers to ensure that they come up with strategies of planning, organizing, leading, staffing, supervising and controlling all the activities of the organization. However, in order to successfully do this, it is essential for them to be acquainted with the theories of management (Cialdini, R.B., 2001). This is the only way through which they can manage their workers and influence their behaviors in line with the internal policies. The following are some of the management influence theories to be adopted in dealing with the workforce:
Fredrick Taylor’s Scientific Theory of Management
According to this theory, it is the responsibility of the management to ensure that the enterprise is equipped with the required labor force. However, for them to deliver their best services to the organization, they need to be motivated. If this is done, they can increase the quality of their productivity and end up been beneficial. The best way to accomplish this is to give them a fair pay for their services. The wages and salaries given to the employees should be able to motivate them to continue offering their services to the organization.
According to Taylor, the workers can either be rewarded in a piece or flat rate. Moreover, the payment should be slightly higher than what is offered in other rival organizations. Besides, the program will only be fully implemented if the interests of all the stakeholders are safeguarded. In other words, both the workers and the employer should harmonize their interests (Robert L. C., 2008). If it is done, the workers will feel as a recognized part f the organization. As a result, their attitude will be influenced. Hence, they will offer their services in amore effective and efficient manner so as to help the organization achieve is goals.
Max Weber’s Bureaucratic Theory of Management
According to Weber, bureaucracy is paramount for an effective management of a complex organization. It refers to the imposition of regulations to govern the relationships of all the human resource within an organization. Under bureaucratic structure, the operations of an organization are guided by the set rules. In this case, it is segmented into departments with clear boundaries (Ludwig, M., 2008). This helps in the delegation of duties and in turn influences the employees. For instance, the transparent recruitment and promotion of employees based on their expertise and experience will be a good source of authority.
Besides, the payment of salaries at the agreed time duration can be beneficial. A part from promoting compliance, it will help in restoring the confidence of the workers. This is because; they believe that they have to be rewarded for their hard work. Bureaucracy also aids in promoting interpersonal communication within the organization. As we all understand, communication lays a very significant role towards the success of any enterprise. If this theory is properly implemented, it can be possible for the managers to find it easier to carry out their managerial duties with less constraint (Ludwig, M., 2008). The institution of formal hierarchical structure, division of labor, legal power and formal impersonal relations can positively influence the conducts of employees. As a result, they will have to conform to the set standards and concentrate on their specified duties.
Abraham Maslow’s Hierarchy of Needs
This is one of the theories which can be applied in the management of employees. According to Maslow, each and every person has needs. However, these needs are often insatiable. Meaning, once one is satisfied, there is an urge of satisfying another. As this demand continues, one feels to satisfy other needs which are of course more complex and luxurious. Meaning, a person will progressively shift from physiological needs to more complex safety, social, esteem and self-actualization needs. This theory is applicable in management and can be adopted by the top decision makers in influencing the behaviors of the employees.
In order to deal with any deficiency, it is paramount to satisfy all the needs. Even if it may be impractical, deliberate efforts should be put to ensure that the workers feel no deficiency at all. Once this is accomplished, the will be motivated. The best way to do this is to institute a competent Human Resource Department to cater for the welfare of the workers. It is through such offices where they can lodge their complaints and submit their demands. For example, if they are provided with welfare services- adequate housing and medical insurance schemes, they will feel appreciated. This will influence their attitude and make them be proud to associate with the organization. In the long run, they will work hard to help the organization to realize its set goals.
Elton Mayo’s Behavioral Theory of Management
According to this theory, the productivity of the workers can only be increased by providing them with psychological stimuli. In other words, there is need to identify and satisfy the social needs of the workers. The behavior of employees depends on the kind of working environment they are exposed to. They can be demoralized if they feel that they are neglected and not involved in any decision-making process (Robert L. C., 2008). Besides, their morale can be hindered in case they are not provided with the adequate resources they require for the effective performance of their duties. To them, social contract implies a lot and should determine the quality of their services.
Therefore, it is upon the management to ensure that the workers are made to feel as an important part of the entire organization. First, they should be involved in the making of major decisions determining the activities of the enterprise. Excluding them is not a wise decision since such decisions end up affecting them. In addition, they should be provided with conducive working environments. Meaning, the terms of service should be acceptable and appropriate for the kind of activities they perform. Meanwhile, there should be a room for further developments in line with the changing technologies. The organization should not be task-oriented, but be concerned about the progress of the employees. Anyone willing to engage in any form of research should be supported. This is the best way to promote the rise of intrapreneurs who can creatively nurture their talents to develop themselves and positively transform the society (Kotter, John P. & Dan, S., 2002).
In conclusion, I would like to point out that management is paramount for the development of any organization. Since the primary goal of any business is to make profit, it is recommended to ensure that proper strategies are put forward to manage all the resources. Managers are not born, but made. In order to ensure that the organization achieves its set goals, it is essential to have a qualified team of dedicated employees. These should not only be rigorously recruited, but be properly managed particularly using the most appropriate management models and theories. This is the only way through which they can be influenced to put the interest of the organization primary to their own. A motivated worker is more productive.
References
Cialdini, R.B. (2001). Influence: Science and practice (4th Ed) Boston: Allyn & Bacon.
Kotter, John P. & Dan, S. (2002). The Heart of Change. Boston: Harvard Business School
Publishing.
Ludwig, M. (2008) Bureaucracy. New York: Yale University Press.
Maslow, A. (2004). Motivation and personality. New York, NY: Harper.
Robert L. C. (2008). Management: People, Performance, Change (3rd edition). New York, New
York USA: McGraw-Hill.
